HR Business Partner

At LifeStance Health, we strive to help individuals, families, and communities with their mental health needs. Everywhere. Every day. It’s a lofty goal; we know. But we make it happen with the best team in mental healthcare.

Thank you for taking the time to explore a career with us. As the fastest growing mental health practice group in the country, now is the perfect time to join our team!

LifeStance Health Values

• Belonging: We cultivate a space where everyone can show up as their authentic self.

• Empathy: We seek out diverse perspectives and listen to learn without judgment.

• Courage: We are all accountable for doing the right thing - even when it's hard - because we know it's worth it.

• One Team: We realize our full potential when we work together towards our shared purpose.

Benefits
As a full-time employee of LifeStance Health, the following benefits are offered: medical, dental, vision, AD&D, short and long-term disability, and life insurance. Additional benefits include a 401k retirement savings with employer match, paid parental leave, paid time off, holiday pay and an Employee Assistance Program.

ROLE OVERVIEW

The HR Business Partner team delivers People & Culture support through a tiered model that integrates frontline teammate support, leadership partnership, and strategic workforce guidance to strengthen team effectiveness and patient care outcomes.

HR Business Partners (HRBPs) support leaders and teammates across assigned regions or business groups. This role provides coaching and guidance on everyday people leadership practices, employee relations matters, and team effectiveness. The HRBP builds strong partnerships with leaders, understands the needs of the teams they support, and helps foster an environment where support teams and clinicians can thrive and work together to deliver exceptional patient care in alignment with our mission.

HRBPs partner closely with peers, HRBP leadership and cross-functional HR teams to ensure consistent guidance, aligned practices, and seamless escalation for higher-complexity matters.

Compensation: $90,000 - $110,000 annually in addition to a competitive bonus plan

Hours: Monday - Friday 8:00 am - 5:00 pm PST

Location: Remote, ideal candidates would be in Washington or Oregon

RESPONSIBILITIES

Leadership Coaching & Support

· Serve as the primary HR partner for frontline teammates and operational/functional leaders within assigned leadership teams, including multi-site practice operations and support teams.

· Coach leaders on day to day people leadership topics such as team dynamics, communication challenges, performance expectations, and development conversations.

· Prepare and guide leaders through performance and development discussions and follow-ups.

· Support new leader onboarding and reinforce consistent people leadership practices.

Employee Relations Case Intake & Coordination

· Manage moderate complexity employee relations matters.

· Conduct fact-finding and document information in alignment with standard practices.

· Identify trends early and elevate patterns or risk scenarios appropriately.

· Partner with leaders to ensure actions are fair, timely, and consistent.

People Process & Engagement Execution

· Execute core HR processes, including engagement action planning, performance check-ins, development cycles, and required trainings.

· Reinforce consistent messaging and adoption of HR tools, expectations, practices, and programs.

· Partner with leaders to monitor trends in engagement, retention, and team stability and follow through with leaders on agreed action plans.

· Support leaders through organizational changes by reinforcing clear communication, maintaining team stability, and ensuring adoption of new processes and expectations.

Cross-Team Partnership

· Ensure consistent HR guidance across assigned region or business group.

· Partner with People Operations, Talent Acquisition, Compensation, L&D, and internal business partners to support a seamless employee experience.

· Surface feedback and insights to inform workforce planning, leader development needs, and team dynamics, and organizational effectiveness

· Review workforce trends such as retention, vacancies, and engagement data with leaders and support the development of targeted action plans.

Scope & Complexity

· Serve as the primary HR partner for frontline and operational/functional leaders within an assigned region, market, or functional group.

· Typically supports multiple